Analytics and Metrics 

You’ve heard the adage, “What gets measured, gets done.”  How are you measuring and driving success?  We suggest you start with key performance indicators, or KPIs, that matter to your business.  Don’t just measure for the sake of measuring, start with your biggest pain point.  Is turnover an issue?  How about the time it takes to get a new employee up to speed?  Today’s tools are so powerful that you can improve data turnaround from days to seconds.  We know how to help you succeed with dashboards that provide on-demand access to metrics around recruitment, diversity, engagement, onboarding, turnover and more.   

Diversity and Inclusion 

No longer a ‘nice to have,’ D&I is a business imperative if you are going to attract and retain talent that reflects a diverse customer base and changing workforce.  What kind of flexibility have you built into your policies to help long term employees phase into retirement?  How about benefits for the Millennials?  Considering most graduate with student loan debt, maybe you could differentiate your organization by offering an employer match to help them pay down their debt faster.  We identify low-hanging fruit and quick wins.  We also provide long-term strategic action plans that compliment your culture and organizational readiness.

Employee Engagement 

Maximize your profit by maximizing your employee engagement.  We know that organizations with engaged employees report significantly higher productivity.  However, only 33% of US employees are actively engaged (source: Gallup, Inc.).  This means 2/3 of your workforce is looking for other work, or not contributing as much as they could to your bottom line.  We can help you create surveys and translate the results into action plans that deliver a true ROI.   Engagement results in real ROI,  as we know that employees who are fully engaged are 3-5 times more productive than your average performer.

Employee Relations  

You name it, we’ve seen it.  Employee issues are a big drain on your time and resources, not to mention stressful.  Turn to us so you can get back to the business of business.  We provide on-site investigations and over-the-phone consultation.  We can help you get to the heart of the matter and make recommendations to protect your business.  We can even provide referrals to legal counsel or team up with your existing attorney to keep your costs down.

Employer Branding 

Ever heard the term “Employee Value Proposition” or acronym EVP?  This is your employer brand.  You maximize your internal brand with your external brand when they are aligned.  This should be leveraged to provide fresh and consistent themes for recruitment, as well as in employee communications to drive pride and engagement.  If this is all foreign to you, a good starting point is to look at your Glassdoor and Indeed employer pages and read the reviews to see what candidates and employees are saying about your organization.  You may be surprised to learn that these often exist, even if you or someone at your company didn’t set them up! 

Handbooks, Policies and Procedures 

Title VII, ADAAA, FMLA, EEOC, DOL, USERRA, FLSA, and COBRA are just a few of the terms in HR ‘alphabet soup’ for which you can turn to us for help.  The laws and legislation that encompass employment are constantly changing.  This makes it difficult to stay in compliance.  Not only do you have Federal laws, but also state and local labor requirements.  We can help you stay on top of updates and even take a look at your employee handbook to ensure it’s current.  Don’t have a handbook?  No problem, we can help you put together the basics that reflect your culture and protect your business.   


Twenty-two percent of new hires leave their company within the first 45 days of hire (Source: Bersin by Deloitte).  You don’t have to spend a fortune on new HR technology to “wow” new employees.  There are simple improvements to ensure your employees have a great onboarding experience and buy-in to your culture before their first day and beyond.  Getting your employees up to speed faster also helps them start being productive sooner, contributing to your bottom line and giving you an instant ROI.

Performance Management 

Performance management programs are all over the board these days with some companies abandoning the annual performance review in favor of more frequent informal conversations with employees.  We are a firm believer that the most important part of the evaluation process is the conversation.  Employees want to feel valued and heard.  They want to understand what is needed to advance and grow.  We can design a simple and effective process that aligns with your culture, incorporates goal-setting and drives engagement – thus driving productivity.

Process Improvement

HR spends an enormous amount of time on administrative tasks that can become overly burdensome for managers and employees.  The reason, “That’s the way we’ve always done it.”  We use Six Sigma methodology to streamline your HR processes and address your pain points, freeing up your staff to spend time on value-added strategic work.

Succession Planning

What are you doing to plan for the future?  Do you have the people, processes and technology in place to make your vision a reality?  What does your succession plan look like 3-5 years down the road?  Let us show you how to develop a plan that will allow you to remain competitive and relevant in an environment that is characterized by volatility, uncertainty, complexity and ambiguity (VUCA).

Talent Acquisition and Candidate Experience

What kind of experience are candidates having when they encounter your company?  What does your online presence say about working for your business?  How much time and money are you spending on finding and keeping talent?  How well are your job postings written?  What sources are you pursuing for talent?  We provide insight into proven best practices we have used to land one corporation’s spot as one of the Talent Board’s top 50 companies in the North American Candidate Experience (CandE) Awards.  We can also educate you on how you can leverage sites like Glassdoor and Indeed to maximize your online employer brand.

Talent Management

A well developed talent management strategy considers how to engage employees through the entire employment lifecycle.  It’s literally everything from talent acquisition to employee exit, and everything in-between.

It’s intuitive…take care of talent,  and the talent takes care of the business.  It goes beyond just profit though.  It also ensures that you have a strong talent pool to help your business grow.  It’s about having the right people at the right place and at the right time.

Vendor Selection and Implementation  

Services and technology are changing at an unprecedented pace.  What differentiates the experience is customer service.  Salespeople will promise you the moon.  However, once you sign and are handed off to the project implementation team, it’s often a different story.  We’ve been there and we know how to guide you through the process of selecting a vendor that will be right for you.  We can help you on the sophistication level required for use and maintenance, as well as on price point.